Table of Contents
Explore Checkr before you make a decision.
Key takeaways
- Assess how AccurateNow's discontinuation affects your current screening process—and whether staying with Accurate or switching is the right call for your business
- Compare providers based on self-service access, transparent pricing, turnaround times, compliance support, and integration options
- Review every candidate in your pipeline before switching providers to determine how to handle each active screening and minimize disruption
- Confirm how long you’ll have access to your current platform and preserve necessary screening records according to your record-retention and data security policies
For small businesses, a background screening platform can quickly become part of the hiring routine. You build it into your workflow for ordering checks, tracking progress, and reviewing reports. Once that process is established, an unexpected product change can create uncertainty about what happens next.
That’s the situation some AccurateNow customers may be navigating. Accurate has discontinued AccurateNow as a standalone product, although the company continues to offer background screening for small businesses. If you’re deciding whether to stay with Accurate or switch providers, here’s what to know and how to keep hiring moving during the transition.
What happened
AccurateNow was a standalone self-service platform designed for small business customers. In April 2026, its parent company, Accurate, discontinued the AccurateNow standalone background screening product and website. However, Accurate itself has not exited the small-business market.
As of August 2026, Accurate continues to offer a small-business solution on its main website. Accurate describes the offering as providing “enterprise-level screening services with the flexibility and affordability that small businesses need.” It also tells small business owners they can choose the screenings they need on a pay-as-you-go basis and directs prospective customers to speak with a member of its team about their screening needs.
What this means if you're an affected customer
If you’re a former AccurateNow customer and aren’t sure how the change affects your account, active screenings, or access to records, contact Accurate directly to confirm your options.
More generally, when a large background check provider discontinues a dedicated small business product, customers typically need to determine whether they can continue using the provider through another service. It's important to confirm details about changes in pricing, onboarding requirements, account access, and screening workflows before starting new checks.
A product change like this is also a natural checkpoint to compare providers and confirm that your screening setup still aligns with your hiring volume, budget, and requirements.
What to compare before switching providers
Whenever a background check provider makes a significant change, seeing what else is available can help you determine whether switching is the right move for your business. Some things to consider as you compare screening platforms side by side include:
- Can you order background checks yourself? Self-service availability lets you start the background check process whenever your daily responsibilities allow, including weekends and after normal business hours.
- Is the pricing straightforward? Choosing a provider with transparent pricing gives you a clear picture of how screening will affect your budget. As you compare prices, note what's included in each package, what you may need to add on, and whether there are any additional fees.
- What is the average turnaround time? Knowing when to expect reports can help you communicate more effectively with candidates. Turnaround times can vary significantly by screening type, jurisdiction, and record availability, so check typical turnaround times for the screenings you run most often.
- Does the platform support compliance? Consider how the provider helps you adhere to laws and regulations, such as the Fair Credit Reporting Act (FCRA). A platform that automates disclosures and authorizations and assists with the adverse action process makes compliance-related steps easier to manage.
- Will the platform integrate with your ATS or HRIS? Integration reduces back-and-forth between systems. Some integrations also allow you to customize parts of the candidate experience and align them with your branding.
Before you switch, compare:
- Self-service access: Can you order checks as needed?
- Pricing: Can you understand what you'll pay?
- Turnaround times: What can you expect for your most-used checks?
- Compliance support: What workflows and tools are built in?
- Integrations: Does it connect with your hiring tools?
Compare providers with confidence
Get our full six-criteria checklist for evaluating background check providers.
How to switch background check providers without disrupting active hires
If you determine that switching background check providers is the best approach for your business, planning can help lead to a smoother transition. Follow these tips to keep the changeover manageable and minimize disruption to active hiring.
Check all current statuses
Before changing providers, review every candidate currently in your pipeline and note where they are in the screening process. Then take action depending on what each group needs:
- Candidates who haven't received a screening invitation can transition immediately. Send an invitation through the new platform.
- Candidates with an outstanding invitation may be able to move to the new platform. Confirm the appropriate process with both providers, including whether the existing invitation should be canceled and whether the candidate will need to complete a new disclosure and authorization.
- Candidates who need follow-up should be reviewed individually. Depending on how far along the screening is, it may make sense to either complete it with your current provider or move the candidate to the new platform. Confirm any requirements for canceling or restarting the screening before making the change.
- Candidates waiting for a report may be better served by staying in the old system until you reach a final hiring decision. Continue to check the old system regularly for updates to keep the hiring process moving.
- Candidates with a report ready for review can be completed in the old system. Prioritize making your final hiring decision so you can mark them complete.
Candidate status action plan
Candidate status | What to consider |
No invitation status | Consider starting with a new provider |
Outstanding invitation | Confirm cancellation/restart requirements |
Screening in progress | Evaluate individually before moving |
Waiting for report | Consider completing with current provider |
Report ready | Complete review in current system |
Preserve the records you need
When you start the transition, find out exactly how long you will have access to the old platform. Before that date, export key records.
Before you lose access, review what you need to preserve
0 OUT OF 6 COMPLETE
Authorization/consent records
Screening history
Completed reports
Adverse action documentation, if applicable
Candidate-submitted information
Records required by your policies
If you're unsure how to export this information, customer support from your current platform should be able to assist you.
Store exported records in accordance with your organization’s data security, access, retention, and disposal policies. Limit access to employees who need the information for legitimate hiring or compliance purposes.
Time the switch based on hiring forecasts
If possible, make the switch during a slower hiring period. Review your expected hiring needs for the next 30, 60, and 90 days, including seasonal demand, planned expansions, and known vacancies. Then choose a date when new screenings will begin moving through the new platform.
- Are there any upcoming holidays or seasonal changes that will require extra staff? Review statistics from previous years to identify any patterns.
- Do you have plans to expand or modify operations? Note any planned new locations, expanded hours, new services, or other changes that may increase your required headcount.
- Are you aware of any upcoming vacancies? Identify any possible departures, retirements, promotions, or other positions you already expect to fill.
Why this keeps happening in the small business segment (and what to do next)
Background check providers regularly revisit their marketing strategies and business priorities. Sometimes that results in small-business products like AccurateNow being discontinued.
When that happens, small businesses still have options. If you need to switch, focus on finding an Accurate Background alternative for small businesses that continues to fit your hiring volume, budget, screening needs, and preferred workflow. Then, take a few practical steps to make the transition easier:
- Compare replacement providers based on the features and support your business actually uses.
- Plan the switch around your hiring forecast and review every candidate currently in your pipeline, taking action based on their status.
- Preserve any necessary records before changes to access to the old platform, in accordance with your organization’s data security, access, and retention policies.
- Establish a clear transition date for beginning new screenings with your new provider.
Your background check provider transition plan
- Assess: Understand what's changing
- Compare: Evaluate your options
- Review: Check every active screening
- Preserve: Secure necessary records
- Transition: Choose when new screenings move
- Confirm: Make sure new workflow is operational
How Checkr compares on the criteria that matter
If you're using the five criteria above to evaluate AccurateNow alternatives, here's where Checkr stands:
- Self-service: Order checks on your own schedule with a free account and no contracts or minimums—no sales call required to get started.
- Pricing: Pay-as-you-go, per-check pricing with published starting rates, so you know what you're paying for before you order.
- Turnaround: Screening speed depends on check type and jurisdiction, but Checkr is built for hiring teams who can't afford to wait on results they can't predict.
- Compliance: FCRA-compliant by default, with automated disclosures, authorizations, and adverse action workflows built into the platform — not bolted on.
- Integrations: Connects with popular ATS and HRIS platforms, so screening fits into the hiring process you already run.
Run your next background check with Checkr
Switch without losing momentum—pay-as-you-go pricing, no contracts, no minimums.
Disclaimer
The resources and information provided here are for educational and informational purposes only and do not constitute legal advice. Always consult your own counsel for up-to-date legal advice and guidance related to your practices, needs, and compliance with applicable laws.
About the author
Hayley Harrison began her career as a hiring manager at a mid-size regional bank in the Pittsburgh area. She now brings her experience and knowledge of hiring best practices to her work as a freelancer, helping employers refine and improve their processes.
